Violations Consequences

POLICY OF ETHICAL PRACTICE 1. Introduction 2. Purpose 3. Ethical Behavior 4. Conflicts of Interest 5. Officer and Key Employee Conflicts of Interest 6. Financial Integrity Disclosure and Other Reporting 7. Confidentiality 8. Academic Freedom 9. Protection and Proper Use of University Assets 10. Disclosures 11. Violations - Consequences 12. Reporting Responsibility and Procedures 13. Handling of Reported Violations 14. Acting in Good Faith Reporting Guidelines Frequently Asked Questions (FAQs) Download the Policy HR University Policies FACULTY/STAFF > UNIVERSITY > POLICY OF ETHICAL PRACTICE > VIOLATIONS-CONSEQUENCES 11. Violations-Consequences Each employee of Robert Morris University has an obligation to promptly report (a) questionable or improper accounting or auditing matters, and (b) violations and suspected violations of this Policy or other University policies and procedures (hereinafter collectively referred to as "Concerns") by anyone working for or on behalf of the University. If an employee is in a situation or is asked to enter into a situation that he/she believes may violate or lead to a violation of this Policy, he/she should follow the reporting guidelines described in this Policy. No employee who in good faith reports a Concern shall be subject to retaliation or adverse employment consequences. Any employee who retaliates against someone who has reported a Concern in good faith is subject to appropriate discipline up to and including termination of employment.